The CIPD Professional Map For HR Professionals

1. A brief description the research project and issue under investigation and an analysis of best practice in relation to this issue. (2.1 and 2.2).

The ‘Thinking Performer’ also challenges what (s)he sees/does and thinks for him/her-self instead of blindly following orders. The situation may have changed which affects the usual way things are being done or why they are needed. (S)he looks beyond the results to why they are required and tries to make a positive difference to the organisation. Every organisation is a living organism and the HR professional should be a (pro)-active member rather than a follower. In the HR Professional Map this is represented by required behaviour such as ‘curious’, ‘courage to challenge’ and ‘personally credible’.

The intend of this paper is to reflect upon my learning experience and feeling in taking the assessment test for Professionals In Human Resources or Senior Professional in Human Resources. The primary goal of this assessment was to assess my knowledge and capabilities pertaining to HR. In addition, it explores potential questions that might be asked on a certification exam. Although I scored adequately 58 out of 70, the assessment revealed some interesting things about how courses build on one another and my career choice as a HR professional.

The report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas, the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain how they uphold the concept of ‘HR Professionalism.’ Examples from the knowledge and activities in band 2 will be used in support.

It covers 10 professional areas and 8 behaviours, set out in 4 bands of competence. The Map covers every level of the HR profession: Band 1 being the start of your HR career through to Band 4 for the most senior leaders.

For example, Band 1 is at entry level/admin, Band 2 is an advisory level or managing a small team of staff, Band 3 is consultancy level and Band 4 is managerial level, leading an organisations’ HR department.

* As the CHRP course covers the knowledge requirement, don’t forget to include the activities and behaviours that have been identified from the HR Profession Map that you need to include.

The standards set out in the CIPD Profession Map, developed in collaboration with HR and L&D professionals, senior business people, academics and their organisations across the world, aim to set the bar high, based on research for last five years. They determine what the best HR and L&D professionals and organisations are doing, what they know and understand, to really make a difference and drive the performance of the organisation.

1.2 Identify the range of HR data that organisations collect and how this supports HR practice.

The design of an organization is a “formal, guided process for integrating the people, information, and technology of an organization” (Glickman et al., 2007). A good organizational design increases the likelihood that an organization will succeed; that its’ values will be realized and its mission will be attained. An organization begins with a strategy or a purpose, is followed by its philosophy or values, then identifies the mission and finally evaluates the environment and its’ strengths, weaknesses, opportunities, and threats to the organization (Kelly & Crawford, 2008).

The CIPD HR Profession Map describes what HR professionals need to do, what they need to know and how to do it within each professional area at four bands of professional competence.

The 4 bands of professional competences define, the contribution that HR Professionals make at every stage of their career. It helps to give a clear pathway and focus to all HR Professionals development planning and activities.

The professional map is a universal platform for HR professionals, which describes what you need to do, what you need to know and how to do it. It is designed by professionals for professionals.

The Human Resource Professional (HRP) Map displays a clear idea about the required HR skills, knowledge and behaviour to lead the organization to successes. The HRP Map covering of 10 professional areas, 8 behaviours and 4 bands. Sarah Miles (2009), CIPD organizational development director, said: "This is a complete rethink of professional standards, not just a simple face-lift, and that 's not something you can turn around in a short time."

It is created by the profession for the profession, as a development tool to decipher the HR capabilities of individuals, teams and organisations. It can show areas that you need to improve or identify achievements to assist with development in your career path. It can identify skills needed, capabilities in the team and show where progress is needed.